Conducting Effective, Legally Compliant Investigations of Harassment & Bullying Allegations
Diane L. Dee, President, and Founder of Advantage HR Consulting, LLC is a senior Human Resources professional with over 30 years of experience in the HR arena. Diane’s background includes experience in HR consulting and training & administration in corporate, government, consulting, and pro bono environments.
Diane founded Advantage HR Consulting in early 2016. Under Diane’s leadership, Advantage HR Consulting provides comprehensive, cost-effective Human Resources solutions for small to mid-sized public and private firms in the greater Chicagoland area. Diane also develops and conducts webinars on a wide variety of HR compliance and administrative topics for various training firms across the country. Additionally, Diane is the author of multiple white papers and e-books addressing various HR compliance topics.
Diane holds a Master Certificate in Human Resources from Cornell University’s School of Industrial and Labor Relations and has attained SPHR and SHRM-SCP certification. Diane is a member of the National Association of Women Business Owners and the Society for Human Resource Management. Additionally, Diane performs pro bono work through the Taproot Foundation assisting non-profit clients by integrating their Human Resources goals with their corporate strategies.
This webinar has been approved for 1.00 HR (General) recertification credit hours toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™, and SPHRi™recertification through HR Certification Institute® (HRCI®). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
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Missteps in handling sensitive employee issues could result in your organization writing a check with a lot of zeros on it. How companies investigate potential harassment and bullying misconduct can affect your organization’s reputation as well as its bottom line. Cultural and generational diversity is changing the landscape of the US workforce. That diversity can become fuel for all types of litigation. Understanding how to effectively conduct workplace investigations can greatly reduce the chances of your organization being sued.
- What constitutes harassment in the workplace?
- Laws that are violated by harassment
- Two basic types of harassment
- Quid-pro-quo situations
- Hostile work environments
- What constitutes bullying in the workplace?
- What prompts a workplace investigation?
- Various types of complaints
- Legal obligations when conducting internal investigations
- Basic rules to follow when conducting effective investigations
- Steps to take to ensure a successful investigation
- Reviewing the complaint
- Gathering evidence
- Preparing for the investigation
- Appointing an investigator
- Interviewing the Complainant, Alleged Wrongdoer, and Witnesses
- Importance of solid documentation
- Establishing a documentation “chain of custody”
- Concluding the investigation
- Preparing and writing an investigative report
- Discussing investigation results with decision-makers
- Handling post-investigative issues
- Preventive strategies going forward
Who Should Attend
- Senior Leadership
- Human Resources Directors, Managers & Representatives
- Operations Professionals
- Compliance Professionals
- Managers & Supervisors
- Team Leaders
- Project Managers
Why Should You Attend
Participants will receive information and practical advice on how to handle harassment and bullying investigations effectively. Participants will be better prepared to determine what circumstances prompt an investigation, the importance of dealing with problems early on, enforcement of your organization’s policies and procedures, knowing the right questions to ask, and steps to take to protect your organization from future lawsuits.